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Founder of the research company Bersin by Deloitte, which specializes in the analysis and assessment of trends in the field of human resources and talent management. The company provides valuable insights and solutions aimed at improving corporate culture and increasing business performance through strategic HR management.
Experts have different opinions on the impact of AI technologies on the field of training and development (L&D). Some predict significant changes in this area, while others are cautious. Josh Bersin, a recognized expert in talent management and founder of the research firm Bersin by Deloitte, predicts radical transformations that L&D professionals should prepare for. In his column, "EdTech Goes AI-Crazy," he shares key points highlighting the importance of adapting to new technologies and their potential to improve learning processes.
AI Technologies Will Change the Work of L&D Specialists
According to information provided by Bersin, the global corporate training market is approximately $320 billion and continues to show growth. Companies are actively seeking modern tools to meet current trends, including the development of managerial and digital competencies of employees, the personalization of educational programs, and the implementation of training directly on the job. In this context, EdTech startups offer innovative solutions that facilitate effective training and development of personnel, enabling organizations to increase their competitiveness and adaptability in a rapidly changing business environment.
When new neural network-based tools begin to generate training content, assess employee competencies, and provide feedback, this will change the role of L&D specialists. According to Josh Bersin, to remain competitive, they must adapt to these changes and quickly respond to new challenges. L&D specialists must use the opportunities provided by technology to create personalized learning and improve the effectiveness of educational processes in organizations. This requires them not only to grow professionally but also to change their approach to training to meet the needs of the modern labor market.
Learning specialists need to quickly master new technologies and tools to use them effectively in their practice. Such tools include "skill engines", "content machines", and technologies that create interactive developmental experiences. These innovations have the potential to significantly change the approach to learning and make it more effective. It's important not only to understand how these technologies work but also to actively use them to improve learning outcomes. Experimenting with new tools will help professionals adapt to changing requirements and improve the quality of the educational process.
Change cannot be slowed down
Perhaps it makes sense to wait until the market calms down and interest in new technologies subsides, after which everything returns to normal. As Bersin noted, he is regularly asked this question, and he always provides a clear answer.
Answer: "No, this is unacceptable. Your employees will use these tools anyway, regardless of your opinion. Just as YouTube and the iPhone have simplified the creation of video content, making it accessible to a wide audience, generative neural networks open new horizons in learning. These technologies make the learning process more accessible and effective, allowing everyone to acquire the necessary knowledge and skills with minimal effort."
Imagine your company adopting a chatbot that has access to the entire corporate knowledge base and can quickly provide employees with the information they need. This raises the question: will employees still study complex, long-form reads on regulations? According to Bersin, it's safe to say that informational aspects of learning will increasingly be delegated to bots. This could significantly change approaches to pedagogical design and the organization of the educational process within a company. The introduction of chatbots into training facilitates more effective information absorption and saves employees time.
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Four ways to use artificial intelligence in corporate training
Artificial intelligence (AI) is actively changing approaches to corporate training, offering new effective solutions. Let's look at four ways to integrate AI into employee training today.
The first is personalized learning. AI can analyze employee preferences and progress, offering customized courses and materials tailored to their needs and skill level. This promotes deeper learning and increased motivation.
The second is using chatbots to support learning. Chatbots can answer employee questions in real time, providing the necessary information and resources. This frees up instructors' time and makes training more accessible.
The third is automated assessment. AI can evaluate test and exam results and analyze responses to identify knowledge gaps. This allows for prompt adjustments to training and tailoring programs to specific tasks.
The fourth is creating interactive content. With AI, it's possible to develop simulations, games, and other forms of interactive learning, making the process more engaging and effective.
Incorporating these technologies into corporate training helps improve the quality of employee training and increase overall company productivity.
What's left for L&D if bots take over so much?
If employees can get all the information they need from a chatbot, what tasks are left for learning and development (L&D) professionals? Josh Bersin emphasizes the importance of referring to Bloom's taxonomy of learning objectives. Currently, AI-powered learning only covers the first two levels of this system—knowledge and comprehension. However, more complex and multifaceted learning objectives, such as application, analysis, evaluation, and creation, require human involvement to achieve them. Therefore, designing training with these objectives in mind is left to L&D professionals, who can develop effective programs that promote deep knowledge acquisition and application.
According to Bersin, learning and development (L&D) specialists can play a key role in creating information bots. They can then focus their efforts on in-depth competency development and the development of soft skills in employees. A key part of their work is the development of high-quality training materials, as well as assignments and simulators that facilitate effective learning and improve the professional skills of employees. Thus, L&D specialists not only implement innovative technologies but also ensure a comprehensive approach to human capital development within an organization.
AI is transforming traditional LMS
Learning platforms and learning management systems are undergoing significant changes under the influence of neural network technologies. Experts note that several companies already exist on the market, such as Eightfold, Gloat, Docebo, Cornerstone, LinkedIn Learning, and Degreed, which offer adaptive learning systems powered by artificial intelligence. These platforms analyze employee skills and offer relevant training content, allowing companies to effectively manage staff development in line with current business objectives. Furthermore, the recruiting platform SeekOut uses AI to create detailed skill assessments, for example, for programmers, by analyzing their GitHub projects. This approach contributes to a more accurate selection of candidates and improves the quality of training in organizations.
Josh Bersin also noted that Virtual coaches are being developed for training executives, and immersive simulators using neural networks are being created. In his opinion, corporate training has the potential to become one of the largest market segments for artificial intelligence. New technologies will not destroy this area of education, but, on the contrary, will give it a new lease of life.
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Read also:
- Josh Bersin spoke about the new generation of corporate training platforms
- 9 best digital solutions for corporate training according to EdTech Awards
- Brief overview of corporate training trends from international reports
- The unpleasant truth: businesses do not see the value in the L&D function